1. TEACHER PERFORMANCE APPRAISAL
MINISTRY OF EDUCATION
TEACHER PERFORMANCE APPRAISAL

2. What is Performance Management?
The means by which managers ensure that employees’ activities and outputs are aligned with the goals of the organization.
Performance management is fundamental to gaining competitive advantage and organizational effectiveness

3. Performance Appraisal IS NOT!!!
A routine, pointless form-filling exercise checked off and forgotten
It is not an instrument used to weed-out or punish staff that is not performing up to standard 3

4. What is Performance Appraisal?
Performance Appraisal is a powerful management tool; it is a formal assessment/evaluation of the performance of an employee/employees
It determines whether the employee's performance meets the required standard of the post which he/she occupies.

5. What is Performance Appraisal? Cont’d
It is designed to measure objectively and systematically an individual’s performance with a view for feedback and action
It identifies the strengths & shortcomings of employees and assist them in attaining maximum potential

6. Why is Performance Appraisal Important to Teachers?
A properly designed and managed appraisal process is the most efficient and cost effective means of identifying and managing teacher performance and development needs.
It is also the best method to focus teachers on those activities that will deliver the greatest impact on schools’ learning culture

7. Objectives of Teacher Appraisal
To standardize the process of evaluation across schools at all levels
To provide for fair, effective, and consistent teacher evaluation in every school
To ensure that students receive the benefit of an education system staffed by teachers who are performing their duties satisfactorily

8. Objectives of Teacher Appraisal
To provide a system and a mechanism for effective coaching and monitoring of teachers to strengthen schools and improve the performance of students
To promote professional growth

9. What are the components of P.M.A.S?
Defining Performance
Measuring Performance? (Appraisal)
Providing feedback
Closing performance gap
Planning career development
Rewarding performance

10. P.M.A.S. Focus
STRATEGIC
- Link employees’ activities to the strategic goals of the organization
- Assesses & deploy skills in the organization
- Conduct effective job analysis

11. P.M.A.S. Focus
ADMINISTRATIVE
- Promotions
- Retentions/Appointments

12. P.M.A.S. Focus DEVELOPMENTAL - Diagnose strengths & short comings
- Improve performance
- Staff / Career development

13. Fundamental Principles & Values
Effective Communication
Objectivity
Transparency
Fairness
Equitable Treatment
Mutual Respect & Trust

14. Roles & Responsibilities of Key Players
MANAGER & SUPERVISORS
Assist staff in understanding their responsibilities, developing their
Work Plans and setting performance standards.
Monitor staff performance
Keep a log of their activities
Provide ongoing feedback
Provide coaching & mentorship

15. Roles & Responsibilities of Key Players
EMPLOYEES
Know the mission, objectives & policies of the organization
Be familiar with the operational plan of your department/school
Know your job description
Maintain & improve knowledge & skills
Know & agree to performance expectations and assessment criteria
Know & understand consequences for poor performance
Produce & maintain output of high quality

16. Who can appraise the teacher?
Territorial Education Officer
The Chairman/Vice Chairman of the School Board
The Principal
The Vice Principal
The Head of Department/ Grade Coordinator
The Teachers

17. The Appraisal Team
Each appraisal will be conducted by a team and not the Principal alone. There should be no less than 3 persons on the appraisal team
The Principal or his/her designate will conduct
the final performance review meeting with the
teacher.

18. The Appraisal Team (Cont’d)
The Appraisal cannot be conducted without
The following persons:
The Principal
The Head of Department/ Grade Coordinator
A professional within the school chosen by the appraisee

19. The Guidance Counsellor Appraisal Team
The Guidance & Counselling Education Officer
The Principal
Teacher Selected by the Appraisee
Head of Department / Senior Teacher
PTA Representative
Student Representative (High Schools, Junior High & All Age Schools only)

20. The Guidance Counsellor Appraisal Team (Cont’d)
Each appraisal will be conducted by a team and not the Guidance & Counselling Education Officer alone. There should be no less than 4 persons on the appraisal team.
The Supervisory Officer or his/her designate will conduct the final performance review meeting with the guidance counsellor.

21. The Appraisal Team (Cont’d)
The appraisal cannot be conducted without the following persons:
The Guidance & Counselling Education Officer
The Principal
A professional within the school chosen by the appraisee

22. OVERVIEW All teachers will be appraised annually.
The process is ongoing and involves a three stage cycle.
Begins when the teacher starts the job to end of school term or tenure.

23. OVERVIEW
Identified challenges should be referred for relevant professional development training.
A report on performance must be made annually to the School Board.

24. OVERVIEW
Evaluation records are made available to the MOE, the Principal and the School Board Chairman.
Performance Appraisal Forms are permanent official records.

25. THREE STAGE CYCLE

26. THREE STAGE CYCLE PLANNING – Beginning of tenure/school year STAGE 1
Teachers Action Plan/Guidance Counsellors Programme
Agreed Goals
Beginning of tenure/school year
STAGE 1
MONITORING –
Curriculum Implementation
Action Plan/ Programme Delivery
Observation by stakeholders/ Informal reviews
Documentation of successes and concerns.
Throughout each term/ Daily
STAGE 2
REVIEW –
Review session convened.
Observations and Documentations reviewed.
Appraisal Instrument Rated/Scored
STAGE 3
End of tenure/year

27. STAGE 1 - Planning Ensure there is a job description
Match individual attributes to job requirements.
Explain the process.
Establish and Link job objectives and standards of performance.
Develop Action Plan

28. Developing Your Action Plan
Assess students to find areas that need improvement (check students records, do diagnostic tests).
Action Plan should be aligned with the SIP
Meet with your supervisor
Objectives should be SMART

29. The Action Plan Developed at the beginning of the Appraisal Period
Goals & Objectives must be measurable and evidence based
Achievement must be in your power
Will form part of your final assessment

30. STAGE 2 - Monitoring
Performance – throughout the year -give feedback regularly!
Termly reviews – mini performance reviews.
Incident Review and Feedback Form

31. Incident Review & Feedback
Record significant accomplishments or failures ONLY.
E.g. Initiative, judgment, dependability, resourcefulness, co-curricular, teamwork/collaboration.
Provide coaching and feedback.

32. STAGE 3 - REVIEW Notification Review of Appraisal File
Check Performance Factors (Plan)
Draft Provisional Assessment
Think Ahead – Ask Questions
USE MANUAL – Performance Standards Descriptors.

33. Teacher Appraisal Instrument
The main body of the instrument is divided into three parts
Observation of teaching skills
Teacher professionalism
Leadership & Management (for middle managers e.g. Supervisors)

34. Guidance Counsellor Appraisal Instrument
The main body of the instrument is
divided into five parts.
Administrative
Preventive
Interventive
Supportive
Personal & Professional Development

35. MEASURING PERFORMANCE
Rating Scale
Each performance factor/attitude on the
Performance Appraisal Form is rated in one
of four categories
Unsatisfactory: Performance not meeting position requirements & is therefore unacceptable
Area of Concern: Performance is at minimally acceptable level & must improve
Meets Expectations: Performance consistent in meeting all expectations
Exceeds Expectations: Performance above average; exceeds requirements for the job.

36. The Review Session FORMAL Outline Agenda & Process
Directed by Team Leader
Ask questions
Listen
USE the MANUAL
Discuss
Identify - APPRAISAL ACTION PLAN
End on a positive note

37. ACTION PLAN Planning to improve on weaknesses.
Set agreed goals/targets/tasks.
Be SMART – Use form
Action Plan will be rated at next appraisal and influence the next appraisal score.

38. The Appeal Process
Should a teacher/guidance counsellor disagree with results of his/her performance appraisal. He/She should note it in the space provided on the appraisal form
Discuss disagreements with his/her Supervisor, Head of Department, or Principal
When all efforts to resolve has been exhausted an official appeal should be registered to the Board Chairman
All appeals must be in writing

39. The Appeals Committee The Committee will comprise The Chairman
The Education Officer
A teaching colleague (from the school)

40. The reward for work well done is the opportunity to do more work
(Dr. Jonas Salk)

41. End of Presentation